The Real Purpose of Background Checks

Most employers know the importance of background checks. But what they don't realise is what a background check is really about.  

Here are some points that describe what background screening is and what it is not.  

 

What background screening is:

 

1. Minimises the risk

Background screening is a way to lessen the risk of hiring the wrong candidate. Information in a candidate's background can give proof to their work ethic and honesty. 

 

2. A verification tool

Background screening is useful to verify the information on a candidate's resume and application. Many candidates exaggerate or lie on their resumes. A simple background screening can confirm the candidate's claim or prove them false. 

 

3. An access to a candidate's history

A candidate's previous job performance gives the new employer useful information to find out whether they would be a great addition to the organisation or not. Employers can check the dates of hire, key responsibilities and if they're eligible for re-hire.

 

4. Improves hiring decision

Employers can make a smart hiring decision through background screening. Bad hiring decisions can be the primary reason why businesses fail. Checking a candidate's background can lessen the risk of hiring a person who can't perform well or untrustworthy.

 

 

Here's what background screening is NOT:

 

1. A way to discriminate.

One should not use background checks to discriminate against individuals. Make sure your organisation's background check policy is fair and consistent.

 

2. Info that can be used against the candidate without their knowledge.

Employers should receive written consent from the candidate before checking their background. Otherwise, it could infringe the applicant's privacy. 

Employee screening provides employers with important info about the candidate they're interviewing. 

What does an employee screening service usually offer?

• Verifies if the applicant has studied and graduated based on the information they provided. 

• Confirms if the candidate's professional certifications are real.

• Checks the candidate's report related to the position, employment dates, reputation, performance and reason for leaving. 

• Contacts previous managers/supervisors to determine the candidate's reputation and performance.

• Determine if the applicant has involved in bankruptcy cases

• Find out if the applicant has been involved in lawsuits. 

• Identify the candidate's potential involvement in private companies as a director or a shareholder.

• Confirms the candidate's contact details and emergency contact details. 

• Verifies the candidate's current residential address. 

 

Post-Employment Background Checks

Post-employment background screening happens after an employee has started work and are ongoing throughout their time with the company.

For instance, a worker with ten years of working experience is rarely checked as a potential security risk, but there's still of fraud commited by employees in important positions which they have held for a long time.

Post-employment background screening allows an organisation to manage any risks posed by existing employees, who may have no criminal or ill intent when hired, but their loyalty may have changed at a later date.

 

A successful background checking process allows businesses to hire the right applicant for the job. But, they do have a duty to use the background report carefully and consistently, and in a compliant manner.

 

Sources: PsiBackgroundCheck & icims

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